Employer Sponsored

Becoming a Standard Business Sponsor allows an eligible Australian business to sponsor skilled overseas workers for certain employer-sponsored visa pathways. But sponsorship is not simply a one-off approval.

Once a business becomes an approved sponsor, it takes on a range of ongoing obligations designed to protect sponsored workers, support compliance with Australian workplace laws and ensure the employer-sponsored migration program is being used appropriately.

For businesses sponsoring workers on the Skills in Demand visa (subclass 482) and other relevant employer-sponsored pathways, understanding these obligations is essential.

A failure to meet sponsorship obligations can result in compliance action, financial penalties, restrictions on future sponsorship and, in serious cases, cancellation of existing sponsorship approvals.

So, what does a Standard Business Sponsor actually need to do?

What are the obligations of a Standard Business Sponsor?

The Department of Home Affairs sets out a number of obligations for Standard Business Sponsors. These include obligations relating to:

• Sponsored workers and their employment
• Salary and employment conditions
• Record keeping
• Reporting changes to the Department
• Recruitment practices
• Sponsorship and recruitment costs
• Travel costs
• Cooperation with inspectors

Some obligations continue after the sponsored worker stops working for the business or after the sponsorship approval ends.

This means businesses need to think about sponsorship as an ongoing compliance responsibility, rather than something that ends once a visa is granted.

What changes should I tell my registered migration agent about?

Businesses should not wait until a compliance issue arises before speaking with their registered migration agent (RMA).

If there is a significant change to the business or a sponsored employee’s circumstances, tell your RMA as soon as possible. Your RMA can assess whether the change needs to be reported to the Department of Home Affairs and advise on what steps need to be taken.

Changes that may need to be reported include:

• A sponsored employee stopping work or their employment ending earlier than expected
• A change to the employee’s duties
• Changes to the business name, structure, ownership or directors
• A change to the business address or contact details
• The business becoming insolvent or entering administration or liquidation
• The business ceasing to operate as a legal entity

In many cases, sponsors have a 28-calendar-day timeframe to notify the Department of relevant changes.

Rather than trying to determine the reporting requirements yourself, keeping your RMA informed allows them to identify what needs to be reported and help ensure the business remains compliant.

If your business sponsors overseas workers, AVIE’s Corporate Services team can provide support with employer sponsorship, nominations and ongoing immigration compliance.

Can I change my sponsored employee’s duties?

Sponsored workers generally need to work in the occupation for which they were nominated.

If a business wants to substantially change a sponsored employee’s role or duties, speak with your RMA before making the change.

Depending on the circumstances, a new nomination or other immigration steps may be required. Allowing a sponsored worker to move into a different occupation without checking the requirements first can create compliance issues for both the employer and employee.

The safest approach is to have the proposed change reviewed before it happens.

What salary and employment conditions must I provide?

Sponsors must meet Australia’s requirements around salary and employment conditions.

In general, a sponsored worker must receive at least the salary specified in the relevant nomination, and the employment conditions must not be less favourable than those provided to an equivalent Australian worker in the circumstances where the relevant requirements apply.

This means sponsorship is not simply about meeting the visa requirements at the time of application. Employers need to continue meeting their obligations throughout the sponsored worker’s employment.

If you are considering changing a worker’s salary, hours, position or employment conditions, speak with your RMA before making the change.

What records does a Standard Business Sponsor need to keep?

Sponsors must maintain records relating to their sponsorship obligations and make those records available if requested.

Depending on the circumstances, records can include information about:

• The sponsored worker’s position, duties and work location
• Salary and employment conditions
• The written employment contract
• Recruitment processes
• Travel costs
• Benefits provided to the worker
• Changes to the business or sponsored worker’s circumstances
• Notifications made to the Department
• Other documents relevant to sponsorship obligations

Good record keeping is an important part of sponsorship compliance. It can also make it significantly easier for your RMA to assess a situation if circumstances change.

Can I make a sponsored worker pay the cost of sponsorship?

No. There are certain sponsorship, nomination and recruitment costs that a business cannot pass on to a sponsored worker or their family.

This can include costs associated with becoming a sponsor, nomination-related costs and certain recruitment expenses.

This is an area where employers can unintentionally create compliance issues, particularly when multiple parties are involved in the recruitment process.

Read our guide to understanding which sponsorship and recruitment costs employers can and cannot pass on to sponsored workers.

What happens if a sponsored worker needs to leave Australia?

In certain circumstances, a sponsor must pay reasonable and necessary travel costs for a sponsored worker and their family members to leave Australia if the worker makes a written request.

Sponsors generally need to meet the relevant costs within 30 days of receiving the request.

If a sponsored worker is leaving Australia and there is uncertainty about who is responsible for the costs or what the sponsor is required to pay, speak with your RMA before making arrangements.

Can the Department of Home Affairs inspect a sponsoring business?

Yes. Sponsors can be subject to monitoring and compliance activity.

The Department of Home Affairs can request information and records and may conduct site visits as part of its compliance activities. Information may also be shared with other government agencies where permitted.

This is another reason why maintaining accurate records and keeping your RMA informed about significant changes is so important.

A compliance issue is much easier to address when the business has accurate records and has sought professional advice before making significant changes.

What happens if a Standard Business Sponsor breaches its obligations?

Breaching sponsorship obligations can have serious consequences.

Depending on the circumstances, the Department may take action such as issuing a compliance notice, accepting an enforceable undertaking, restricting a business’s ability to sponsor additional workers or cancelling sponsorship approvals.

Civil penalties may also apply for certain breaches.

The consequences will depend on the nature and circumstances of the breach, which is why businesses should seek professional advice as soon as they become aware of a potential compliance issue.

How long do Standard Business Sponsor obligations last?

Not all sponsorship obligations end at the same time.

Some obligations can continue for a period after sponsorship ends or after the business stops employing a sponsored worker. For example, certain record-keeping and cost-related obligations can continue for two years, while some compliance-related obligations can extend for up to five years.

This means businesses should not assume that their responsibilities disappear as soon as a sponsorship approval expires or a sponsored employee leaves the business.

If you are unsure whether an obligation still applies, speak with your RMA before taking action.

How can a business stay compliant with its sponsorship obligations?

The simplest way to manage sponsorship compliance is to treat it as an ongoing business responsibility rather than a one-off visa process.

Businesses should:

1. Keep their RMA informed about changes to the business or sponsored employees.
2. Speak with their RMA before changing a sponsored worker’s role, salary or employment conditions.
3. Keep accurate sponsorship and employment records.
4. Make sure sponsored workers are employed in accordance with their nomination and visa requirements.
5. Understand which costs the business is responsible for.
6. Respond promptly to requests for information or documentation.
7. Seek advice before making changes that could affect sponsorship.

Having a registered migration agent involved throughout the sponsorship process can help businesses identify potential issues early and take the appropriate steps to remain compliant.

Considering becoming a Standard Business Sponsor?

Sponsoring skilled workers can be an important part of a business’s workforce strategy, but it also comes with significant responsibilities.

Whether you are considering applying for Standard Business Sponsorship, preparing to nominate a worker or already sponsoring employees, getting the right advice can help you understand your obligations and avoid preventable compliance problems.

AVIE works with Australian businesses on employer-sponsored migration matters, including sponsorship, nominations and ongoing immigration requirements.

If you are unsure about your sponsorship obligations or have a change coming up within your business, speak with your registered migration agent before making the change. Getting advice early can help ensure the appropriate immigration steps are taken and your business continues to meet its sponsorship obligations.

Introduced on 18 September 2026, Ministerial Direction 121 amends the order of priority in which temporary employer-sponsored applications are to be considered.

This replaces Direction 119 and only relates to the Subclass 482 visa.

The new order of priority

All new and existing applications will now be processed in the following order of priority:

1. Applications in relation to an occupation in construction, healthcare, teaching, agriculture, aquaculture, fishing, and resources sectors, or an occupation related to law enforcement or defence interests.
2. Applications in the Specialist Skills stream
3. All other applications where the applicant is in Australia at the time of application.
4. Applications where the primary applicant is outside Australia at the time of application, and there are no family members included.
5. All other applications

Note that family members joining a 482 applicant are given the same priority as the primary applicant.

Construction occupations

Construction occupation means an occupation in any of the following (where each occupation is of equal priority):

ANZSCO Sub-Major Group 33 – Construction Trades Workers

ANZSCO Sub-Major Group 82 – Construction and Mining Labourers

ANZSCO Unit Group 1331 – Construction Managers

ANZSCO Unit Group 1332 – Engineering Managers – NEW

ANZSCO Unit Group 2321 – Architects and Landscape Architects

ANZSCO Unit Group 2332 – Civil Engineering Professionals

ANZSCO Until Group 3121 – Architectural, Building and Surveying Technicians

ANZSCO Until Group 3122 – Civil Engineering Draftspersons and Technicians – NEW

ANZSCO Unit Group 3126 – Safety Inspectors

ANZSCO Unit Group 3129 – Other Building and Engineering Technicians

ANZSCO Unit Group 3222 – Sheetmetal Workers

ANZSCO Unit Group 3223 – Structural Steel and Welding Trades Workers

ANZSCO Unit Group 7111 – Clay, Concrete, Glass and Stone Processing Machine Operators

ANZSCO Unit Group 7121 – Crane, Hoist and Lift Operators

ANZSCO Unit Group 7212 – Earthmoving Plant Operators

ANZSCO occupations:

341111 – Electrician (General)

341112 – Electrician (Special Class)

Healthcare occupations

Healthcare occupation means an occupation in any of the following (where each occupation is of equal priority):

ANZSCO Sub-major Group 25 – Health Professionals

ANZSCO Minor Group 411 – Health and Welfare Support Workers

ANZSCO Unit Group 2346 – Medical Scientists

ANZSCO Unit Group 2721 – Counsellors

ANZSCO Unit Group 2723 – Psychologists

ANZSCO Unit Group 2725 – Social Workers

ANZSCO Unit Group 3112 – Medical Technicians

ANZSCO occupations:

423111 – Aged or Disabled Carer

423312 – Nursing Support Worker

423313 – Personal Care Assistant

Teaching occupations

Teaching occupation means an occupation in any of the following (where each occupation is of equal priority):

ANZSCO Minor Group 241 – School Teachers

ANZSCO Unit Group 1341 – Child Care Centre Managers

ANZSCO occupations:

134311 – School Principal

134411 – Faculty Head – NEW

242111 – University Lecturer

242211 – Vocational Education Teacher (AUS) / Polytechnic Teacher (NZ)

421111 – Child Care Worker

Agriculture, Aquaculture or Fishing occupations – NEW

Agriculture, Aquaculture or Fishing occupation means an occupation where the nominated position is directly involved in primary produce production or supporting productivity, including:

• The cultivation, production or harvesting of crops
• The capture (fishing), breeding, raising, management or production of livestock, poultry, seafood or other primary agricultural products
• Agricultural production support activities, including animal health, irrigation, quality assurance, inspection or farm supervision
• The slaughter, dressing, boning, slicing, processing, preparation or inspection of livestock, poultry, seafood or other primary agricultural products for sale, distribution or consumption.

Resources Sector occupations – NEW

Resources Sector Occupations means an occupation where the nominated position directly supports the exploration, extraction and production of minerals, oil and gas, or coal resources, including mine closure, decommissioning and rehabilitation activities. This includes occupations in any of the following (where each occupation is of equal priority):

ANZSCO Unit Group 2336 – Mining Engineers

ANZSCO Unit Group 2344 – Geologists, Geophysicists and Hydrogeologists

ANZSCO Unit Group 7122 – Drillers, Miners and Shot Firers

ANZSCO occupations:

133513 – Production Manager (Mining)

232212 – Surveyor

232214 – Other Spatial Scientist

234912 – Metallurgist

323211 – Fitter (General)

323212 – Fitter and Turner

323213 – Fitter-Welder

323214 – Metal Machinist (First Class)

323299 – Metal Fitters and Machinists nec

Law Enforcement and Defence occupations

A Law Enforcement or Defence occupation means any of the following (where each is of equal priority):

• ANZSCO Unit Group 4413 – Police – Nominated by an Australian police force
• Occupations in relation to AUKUS Pillar I (conventionally armed, nuclear-powered submarines) or II (advanced capability development)
• Applications nominated by the Australian Defence Force or Department of Defence
• Applications with support from the Australian Defence Force or Department of Defence where work will be undertaken at a defence facility, or supports the production or supply of defence related materiel or technology

How long will my 482 application take to process?

Allocation information is published on the Immigration website here and updated monthly.

The processing times calculator is based on historical information and is no longer a reliable source of information on expected future timeframes, due to the rapidly changing priorities. This makes planning difficult for employers and applicants alike.

Immigration’s systems will identify applications that meet the new priority arrangements based on nominated occupation and location of the applicant at the time of lodgement. Existing applications will be reorganised based on the new processing priorities. Applicants who have moved down the priority list should adjust their expectations on timeframes accordingly.

Applicants who have now moved up in priority should review if documents including health checks and police clearances have been provided in order to ensure smooth processing.

The Department of Home Affairs has updated its processing allocation information for several employer-sponsored skilled visas, including the Skills in Demand visa (subclass 482), Employer Nomination Scheme visa (subclass 186) and Skilled Employer Sponsored Regional visa (subclass 494).

The latest update provides an indication of which applications are currently being prioritised and the general lodgement dates being worked through. Processing priorities can differ depending on the applicant’s circumstances, occupation and whether they were in or outside Australia when the application was lodged.

It is important to remember that these dates are not guaranteed processing times. Applications may take longer depending on individual circumstances, additional information requests, health or character checks and other processing requirements.

What has changed in skilled visa processing?

From 28 August 2026, the Department’s processing information provides updated lodgement dates for applications across the 482, 186 and 494 visa programs.

The Department continues to prioritise certain occupations and applicants, including those working in specific occupations in healthcare, teaching, construction, Australian law enforcement and defence.

Onshore applicants receive priority over offshore applicants. This is determined based on the location of the applicant at the time the visa was lodged. Travelling to Australia after lodgement will not affect the priority ranking.

Understanding where your application sits within these priorities can help you get a better idea of the current processing environment.

How long are subclass 482 visa applications currently taking?

The Skills in Demand visa (subclass 482) allows Australian employers to sponsor skilled workers where they have an identified need for overseas workers.

As of 28 August 2026, the Department has indicated that it is prioritising applications in the subclass 482 program according to its current processing priorities.

The applications being processed generally include:

These dates indicate the applications the Department is generally working through and should not be interpreted as a guarantee that an application lodged on a particular date will be decided by a particular time.

Applicants should also be aware that priority processing does not remove the requirement to meet all relevant visa criteria.

What about subclass 186 visa processing?

The Employer Nomination Scheme visa (subclass 186) is an employer-sponsored visa that can provide eligible skilled workers with a pathway to permanent residency.

The latest processing information also shows different priorities depending on the applicant’s occupation and whether they were in Australia when they applied.

From 28 August 2026, the Department indicates that it is generally processing:

The difference between the lodgement dates across categories highlights the importance of understanding how the Department prioritises applications.

For example, an onshore applicant working in a priority occupation may be processed differently from an onshore applicant in another occupation, even where their applications were lodged around the same time.

What is happening with subclass 494 processing?

The Skilled Employer Sponsored Regional (Provisional) visa (subclass 494) is designed for skilled workers sponsored by employers in regional Australia.

The latest processing information indicates that, from 28 August 2026, applications are generally being processed according to the following priorities:

As with the 482 and 186 programs, these dates are indicative only and do not represent guaranteed processing timeframes.

Why are some skilled visa applications prioritised?

The Department uses processing priorities to help manage visa applications and support Australia’s broader migration and workforce needs.

Priority is currently being given to applicants already working in areas where Australia has significant workforce requirements, including healthcare, teaching and construction.

Law enforcement and defence-related applications receive priority as part of national security operations.

The focus on processing applications for those already in Australia appears part of a strategy to move applicants off Bridging Visas as soon as possible, offering more stability for migrants and employers alike.

These priorities can change, so applicants should check the latest Department information rather than relying on older processing updates.

Does the processing date mean my visa will be approved soon?

Not necessarily.

The Department’s processing allocation information is useful for understanding which applications are currently being worked through, but it should not be treated as an individual processing-time estimate.

Even after an application reaches the relevant processing period, the Department may need to:

• Request additional documents or information
• Complete health examinations
• Conduct character checks
• Verify qualifications or employment information
• Assess the nomination and sponsorship
• Confirm that the applicant continues to meet the visa requirements

An application can therefore take longer than the general lodgement dates shown in the processing allocation information.

It is also important not to make significant decisions based solely on an expected visa processing timeframe.

What should I do if my visa application is still waiting?

If you have an application pending, it is important to make sure the Department has everything it needs to assess your application.

Check that your contact details remain up to date and respond promptly if the Department requests further information.

If your circumstances have changed since you lodged your application, you should also consider whether you need to notify the Department.

For applicants currently in Australia, it is particularly important to understand your existing visa conditions and ensure you remain lawful while waiting for a decision.

If your current visa is approaching expiry, do not assume that a pending application automatically resolves your visa status. Your circumstances should be reviewed carefully before your current visa expires.

What does this mean for employers and sponsored workers?

Employers sponsoring overseas workers should be aware that processing priorities can affect when applications are finalised.

If you are an employer planning to sponsor a worker, it is important to ensure that the nomination and visa applications are prepared correctly from the beginning.

For visa applicants, submitting a complete and accurate application can help avoid unnecessary delays caused by requests for missing or incorrect information.

While priority processing can be beneficial, meeting a priority category does not guarantee visa approval.

The applicant must still satisfy all relevant requirements, and the sponsoring employer must meet its own obligations.

Stay up to date with skilled visa processing changes

Processing priorities for Australia’s employer-sponsored visa programs can change as the Department responds to workforce needs and migration program settings.

The latest update provides important information for applicants waiting for or considering a subclass 482, subclass 186 or subclass 494 visa, particularly those working in construction, healthcare, teaching, law enforcement or defence-related occupations.

However, processing allocation dates should only be used as a general indication of the Department’s current workflow. They are not guarantees of when an individual application will be decided.

If you are unsure about your visa options, your current application or how changing circumstances could affect your visa, consider seeking advice from a Registered Migration Agent.

At Australian Visa and Immigration Experts (AVIE), our team can help you understand your visa options and navigate the application process based on your individual circumstances.

Being offered a visa sponsorship can be an exciting step towards building a career and future in Australia. But if an employer tells you that you must pay for their sponsorship, nomination or other sponsorship-related costs, it is important to understand your rights before handing over any money.

Australian migration law prohibits sponsors from asking for or receiving a benefit in exchange for visa sponsorship. It is also illegal for a visa applicant or another person to offer or provide a benefit in exchange for sponsorship.

This means that arrangements such as “pay us $10,000 and we’ll sponsor your 482 visa” can be a serious warning sign.

In this guide, we explain what employers can and cannot ask you to pay, what costs the employer is responsible for, the potential consequences for businesses that breach the rules, and what you should do if you believe an employer is asking you to pay for sponsorship.

Can an employer charge me for visa sponsorship?

No. An employer cannot sell you sponsorship or ask you to provide a benefit in exchange for sponsoring you.

Under Australian law, it is illegal for a sponsor or another person to ask for or receive a benefit in exchange for visa sponsorship. It is also unlawful for a person seeking sponsorship to offer or provide such a benefit.

This is particularly important for people applying for employer-sponsored visas such as the Skills in Demand (subclass 482) visa.

A legitimate visa sponsorship arrangement should be based on a genuine employment relationship and a genuine need for the worker’s skills. The subclass 482 visa allows an employer to sponsor a suitably skilled worker for a position where they cannot find a suitably skilled Australian worker.

Sponsorship is not something an employer can simply sell to an overseas worker.

What sponsorship costs must the employer pay?

There are costs associated with becoming a sponsor and nominating an overseas worker. These are generally the responsibility of the sponsoring business.

For example, Home Affairs currently lists fees associated with becoming an approved sponsor and nominating a worker under the Skills in Demand subclass 482 program.

Importantly, Home Affairs states that sponsors must pay and assume responsibility for certain sponsorship-related costs, including the cost of becoming a sponsor, nomination charges, and associated migration agent costs.

An employer therefore cannot simply pay these costs and then create an agreement requiring the sponsored worker to reimburse them.

This is different from the visa application charge, which is a cost associated with the applicant’s visa application. Applicants may also have other personal costs associated with their migration process, such as English testing, skills assessments, medical examinations or police checks, depending on their circumstances.

The important distinction is between your own visa-related expenses and costs that legislation requires the sponsor to bear.

Can my employer ask me to repay sponsorship costs later?

This is another area where workers need to be careful.

An employer may attempt to avoid the rules by saying:

“We’ll pay for your sponsorship now, but you have to repay us if you leave.”

Simply changing the wording does not necessarily make the arrangement lawful.

The Australian Border Force specifically warns that it is illegal for sponsors to ask for or receive a benefit in exchange for visa sponsorship. Sponsors and visa holders can face civil and criminal penalties for this type of conduct.

If an employment contract contains a clause requiring you to repay sponsorship or nomination expenses, don’t assume that the clause is enforceable simply because you signed it.

Get professional advice before making any payment or signing an agreement that requires you to reimburse sponsorship-related costs.

What costs should I normally expect to pay?

Migrating to Australia can involve a number of legitimate expenses, and it is important not to confuse these with an employer charging you for visa sponsorship.

Depending on your visa and circumstances, you may have costs including:

• The visa application charge
• English language testing
• Skills assessment fees
• Health examinations
• Police checks
• Document translations
• Professional advice about your visa application
• Other personal costs associated with preparing your application

The exact costs vary depending on the visa pathway and your circumstances.

For example, the Department of Home Affairs provides specific information about how visa application charges are paid through ImmiAccount.

The issue arises when an employer asks you to pay them in exchange for sponsorship, or requires you to reimburse costs that the sponsor is legally required to pay.

What are some warning signs of a sponsorship scam?

If you’re overseas and searching for an Australian employer willing to sponsor you, you may come across job advertisements or recruiters making promises about visa sponsorship.

Be particularly cautious if an employer or third party:

• Asks you to pay a large amount of money for a job and sponsorship
• Says you must pay to “secure” a 482 visa
• Asks you to reimburse nomination or sponsorship costs
• Promises a guaranteed visa in exchange for payment
• Offers sponsorship without a genuine job
• Asks you to make payments into a personal bank account
• Pressures you to pay quickly
• Tells you not to discuss the payment arrangement with anyone
• Threatens to withdraw your sponsorship if you don’t make a payment

These situations should not be ignored.

The Australian Border Force actively investigates businesses involved in exploitation of migrant workers, and there are mechanisms for reporting suspected breaches.

What could happen to an employer that breaks the rules?

The consequences for employers can be serious.

Depending on the circumstances and nature of the breach, a sponsor may face civil or criminal penalties, sanctions and restrictions on their ability to sponsor migrant workers.

Potential consequences can include:

Loss or restriction of sponsorship rights

A business that breaches its visa sponsorship obligations can face sanctions that affect its ability to sponsor overseas workers in the future.

Serious, deliberate or repeated breaches can also result in an employer being prohibited from employing additional migrant workers for a period of time.

Financial penalties

Sponsors can face financial penalties for breaches of Australia’s migration laws and sponsorship obligations. In more serious cases, criminal penalties may also apply.

Damage to the business’s reputation

Businesses found to have breached visa sponsorship obligations can face significant reputational damage. The Australian Border Force maintains a Register of sanctioned sponsors, which records sponsors that have breached their obligations.

Impact on sponsored workers

Sponsorship breaches can also create uncertainty and stress for the migrant workers involved.

This is one reason Australia’s migration system has protections aimed at preventing exploitation of temporary migrant workers.

Can an employer cancel my 482 visa if I complain?

Your employer does not have the power to simply cancel your visa because you raise concerns about your workplace rights.

Visa cancellation is a matter for the Australian Government, not an employer.

If you are concerned about exploitation, it is important to understand your rights and obtain appropriate advice rather than allowing an employer to use your visa status to pressure you.

Home Affairs confirms that workers have basic workplace rights and protections regardless of their citizenship or visa status.

If your employer is threatening your visa, withholding your passport, underpaying you or demanding money in connection with your visa sponsorship, seek advice as soon as possible.

What if I’ve already paid my employer for sponsorship?

If you have already paid an employer or another person money in connection with sponsorship, don’t assume that there is nothing you can do.

Keep copies of:

• Employment contracts
• Sponsorship agreements
• Invoices
• Bank transfers
• Emails and text messages
• WhatsApp or other messaging conversations
• Job advertisements
• Receipts
• Any documents referring to sponsorship payments or repayment

These records may be important if you need to report the conduct or obtain legal or migration advice.

The Australian Border Force encourages people to report suspected breaches, including sponsorship-related exploitation.

If you are currently in Australia on a visa, you should also obtain advice about your individual immigration circumstances before making decisions about your employment or visa.

Does paying for visa sponsorship affect my visa?

It can create serious complications.

Australian law does not just prohibit sponsors from asking for a benefit. It also prohibits a person seeking sponsorship from offering or providing a benefit in exchange for sponsorship.

That means applicants should never assume that paying an employer is simply a cost of getting an Australian visa.

If someone offers you a job and says you need to pay them to obtain sponsorship, stop and seek professional advice before proceeding.

A genuine employer-sponsored visa should involve a genuine job and comply with Australia’s visa sponsorship and employment requirements.

What should I do if an employer asks me to pay for visa sponsorship?

If an employer asks you to pay for sponsorship, nomination or related costs, consider taking the following steps:

1. Don’t make the payment immediately.

Ask for the request in writing and don’t feel pressured into paying.

2. Keep all records.

Save messages, contracts, invoices and payment requests.

3. Get professional advice.

A registered migration agent or Australian legal practitioner can help you understand your circumstances and the relevant migration rules.

4. Consider reporting suspected exploitation.

The Australian Border Force provides information about reporting sponsorship breaches and migrant worker exploitation.

5. Understand your visa rights.

Don’t allow an employer to convince you that you have no rights simply because your visa depends on your employment.

What should overseas workers know before accepting visa sponsorship?

If you’re considering an employer-sponsored visa for Australia, don’t focus only on whether an employer is willing to sponsor you.

You should also ask:

• Is there a genuine job?
• Is the employer an approved sponsor?
• Is the nominated occupation eligible?
• Does the salary meet the relevant requirements?
• Who is paying each cost?
• Are you being asked to reimburse visa sponsorship expenses?
• Are you being asked for money in exchange for the sponsorship itself?
• Are the employment conditions clear and lawful?

Understanding these questions before you accept an offer can help you identify potential problems early.

Get professional advice about your Australian visa

Employer sponsorship can provide an important pathway for skilled workers looking to live and work in Australia. But sponsorship should never be something you have to buy from an employer.

If an employer asks you to pay for sponsorship or repay sponsorship-related costs, treat this as a serious warning sign. Australia’s migration laws place obligations on sponsors and provide protections for migrant workers.

The team at Australian Visa and Immigration Experts (AVIE) can help you understand your employer-sponsored visa options and the requirements that apply to your situation.

If you’re considering an employer-sponsored visa or have concerns about an existing sponsorship arrangement, contact AVIE for professional migration advice before making a payment or signing an agreement.

This article provides general information only and does not constitute legal or migration advice. Migration laws and policies can change, so seek advice based on your individual circumstances.